The long-predicted skilled labor shortage in fields such as engineering, manufacturing, and construction is upon us and is expected to last for most of the 2020s. Given that most companies haven't prepared adequately for the departure of their experienced staff, how can we accelerate the recovery of labor pipelines?
The shortage of skilled field service technicians is a major challenge for capital equipment and infrastructure companies. Is outsourcing a reasonable "quick and easy" solution for covering those gaps - or is it giving up a future revenue stream?
While they differ on when and how often people should return to the office, most employers and employees agree that the future of work will be “hybrid”, with some people on-site and others at home, depending on the day. A Vergesense survey found 74% of organizations intend to adopt some kind of hybrid model long-term.
While multiple studies confirmed a 5-8% jump in productivity since the great shift to remote work, leaders are divided on whether this is a temporary anomaly or the dawn of a new era.
There are a few asterisks to consider with the pandemic productivity figures:
While studies during the pandemic have shown virtual teams are highly productive, many managers can’t shake the suspicion that remote employees are doing laundry or going out for lattes when they’re supposed to be working.
A recent study found that, while virtual teams are 5-8% more productive, remote workers spend 25% less time communicating with peers outside their immediate group. This has some leaders worried that remote work will undermine the kind of cross-functional collaboration that drives innovation.
Culture is an intangible yet invaluable asset for any organization. When people feel a sense of shared identity with their coworkers and commitment to the organization’s mission, it improves day-to-day performance and long-term talent retention. But what happens to an organization’s culture when people work remotely, instead of side-by-side?
Ask any CEO or HR director today about their priorities, and they’re bound to list remote work and diversity, equity and inclusion (DE&I) among the top five. And while these might seem like unrelated issues, multiple studies have found a surprising correlation between DE&I and virtual work.
When an organization first implements a system like SharePoint, Box, Google Drive or M-Files, they will often have their team spend a tremendous amount of time and effort uploading and tagging files in the new platform.
There will be always clients and audiences within client organizations who will never attend your face-to-face workshops, due to cost or logistical barriers. The good news is that online learning (done right) can help you reach these audiences.
Recently, the Gates Foundation invested millions to develop an online payment platform specifically addressing the needs of refugees and the poor. Meanwhile, a growing number of NGOs are experimenting with direct cash transfers as an intervention for everything from food security to tuberculosis treatment, emergency response and more.
In theory, remote work lets organizations expand their recruiting pool, reduce operating costs, and increase worker happiness. However, in practice, integrating remote workers and in-office staff can be challenging.